Violence in Workplace Policy

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Questions and Answers

Which groups are explicitly included under the policy's applicability?

Retired Employees and Part-Time Volunteers

Contractors and External Vendors

Temporary Employees and Full-Time Employees (correct)

Independent Consultants and Job Shadow Interns

What constitutes a protective order as defined in the policy?

A verbal warning issued by a supervisor to an employee.

A written statement expressing grievances by a group.

An official document that restricts an individual's ability to act freely. (correct)

A recommendation for counseling issued by a workplace committee.

Which scenario best illustrates inappropriate humor as defined in the policy?

Laughing about a minor mishap during a team meeting.

Telling a joke that alludes to a violent incident occurring within the workplace. (correct)

Discussing a historical event involving violence in a casual conversation.

Making a sarcastic comment about a colleague's work performance.

What is meant by reasonable suspicion in the context of the policy?

A belief based on objective facts leading to concerns about possible violent conduct. Signup and view all the answers

In which situation would retaliation be considered appropriate under the directive?

Taking negative action against someone for participating as a witness in an investigation. Signup and view all the answers

What constitutes violent or threatening behavior in the workplace?

Verbal or physical conduct that is intimidating or offensive Signup and view all the answers

Which of the following actions is NOT considered a form of threatening behavior?

Complaining about workplace policies Signup and view all the answers

What is the stance of city policy regarding violent incidents?

Zero tolerance is applied to all violence reports Signup and view all the answers

What is the deadline for reporting an observed act of violent or threatening behavior in the workplace?

By the end of the business day on the day of observation Signup and view all the answers

Which behavior is included in the definition of hostile work conduct?

Direct or implied threats to damage property Signup and view all the answers

Who must employees report violent or threatening behavior to?

To any supervisor or listed personnel, including 911 if there's an imminent threat Signup and view all the answers

How does the presence of a License to Carry affect policies regarding weapons in the workplace?

It does not exempt employees from city policy regarding weapons Signup and view all the answers

Which of the following behaviors is considered destructive in nature?

Sabotaging city property Signup and view all the answers

What should employees do if they are unsure whether behavior constitutes a threat?

Discuss it with their supervisor or relevant staff Signup and view all the answers

What type of communication is specifically mentioned as threatening behavior?

Harassing phone calls or messages Signup and view all the answers

What is required of employees when their supervisor requests a search of personal belongings?

They must consent to the search if there is reasonable suspicion Signup and view all the answers

What is a form of unwanted intrusive behavior listed in the content?

Bullying a coworker Signup and view all the answers

What consequence may occur if an employee refuses to allow a search of their belongings?

The employee may be terminated from their job Signup and view all the answers

What action may the City take if there is a credible threat against employees or citizens?

Engage with law enforcement for legal action or further protection steps Signup and view all the answers

Which statement accurately reflects the consequences of inappropriate humor related to threats?

Such remarks are taken seriously and may result in disciplinary action, including termination Signup and view all the answers

What is expected from all employees to ensure workplace safety?

Full cooperation in safety protocols and reporting procedures Signup and view all the answers

What should employees do if they have a protective or restraining order issued against them?

Report it to their HR department representative. Signup and view all the answers

What is the potential consequence for an employee who fails to cooperate with an investigation of workplace violence?

Disciplinary action, including termination. Signup and view all the answers

What role does the Human Resources Department play in cases of workplace violence?

They conduct investigations and issue findings. Signup and view all the answers

Why must supervisors monitor employee behavior closely?

To report any suspected violent or threatening behavior. Signup and view all the answers

What should supervisors do if they observe a significant behavioral change in an employee?

Document their observations and inform Employee Relations Staff. Signup and view all the answers

What is expected of employees during the investigation process of workplace violence?

To answer questions and provide necessary information. Signup and view all the answers

What is the purpose of the Employee Acknowledgment Form distributed by the Human Resources Department?

To ensure employees are aware of and acknowledge the administrative directive. Signup and view all the answers

Which group of employees is exempt from investigations conducted by the Human Resources Department for workplace violence?

Uniform police personnel. Signup and view all the answers

What is the primary responsibility of supervisors in relation to workplace violence allegations?

To monitor for retaliation against employees who report allegations Signup and view all the answers

Which of the following behaviors is explicitly prohibited in the workplace according to the policy?

Abusive or aggressive behavior Signup and view all the answers

Which statement accurately reflects the city's policy on carrying weapons?

Carrying weapons on city property is strictly prohibited. Signup and view all the answers

What type of actions may lead to disciplinary measures according to the directive?

Failing to report violent behavior proactively Signup and view all the answers

What could be a consequence for carrying a concealed weapon in the workplace?

Termination of employment Signup and view all the answers

Who should coordinate disciplinary actions for workplace violence incidents?

The Employee Relations Staff or Human Resources Department Signup and view all the answers

What key aspect of the workplace violence policy underscores its commitment?

Zero tolerance for violence and threats Signup and view all the answers

Which action would NOT be a valid reason for disciplinary action?

Choosing to work overtime voluntarily Signup and view all the answers

Which of the following groups of employees is subject to the policy regarding workplace violence?

External Applicants Signup and view all the answers

What is considered inappropriate humor according to the policy?

Statements about violence directed towards a specific individual or group Signup and view all the answers

Which scenario exemplifies reasonable suspicion in the context of the policy?

An employee witnesses someone carrying an unmarked bag with a hard object inside Signup and view all the answers

What does the policy state about actions taken against employees involved in protected activities?

Retaliation against these individuals is strictly prohibited Signup and view all the answers

Which of the following roles is explicitly defined under the policy as a supervisor?

An individual responsible for training and evaluating another employee Signup and view all the answers

What is the primary goal of the City of San Antonio's administrative directive concerning workplace violence?

To ensure workplace safety by prohibiting violence and threats. Signup and view all the answers

Which of the following describes the City’s stance on workplace violence?

It has a zero tolerance policy for violence and threats. Signup and view all the answers

What type of behavior does the policy identify as unacceptable in the workplace?

Inappropriate humor that may be misunderstood. Signup and view all the answers

What action is prohibited against employees who report violence or threats in the workplace?

Retaliation against the reporting employee. Signup and view all the answers

What is one potential consequence of carrying a weapon in the workplace, according to the policy?

Immediate suspension without pay. Signup and view all the answers

Who is responsible for investigating reports of workplace violence?

The Human Resources Department. Signup and view all the answers

What must employees do if they encounter violent or threatening behavior?

Report it to their supervisor or HR. Signup and view all the answers

Which of the following employee types is included under the directive’s provisions?

All employees including civil service, non-civil service, and uniformed personnel. Signup and view all the answers

What must employees do upon witnessing or perceiving violent or threatening behavior in the workplace?

Report it immediately, but no later than the end of their business day. Signup and view all the answers

In what situation can the police department be involved regarding an employee's personal belongings?

If the employee refuses to consent to a search based on reasonable suspicion. Signup and view all the answers

What action may be taken against an employee for inappropriate humorous remarks perceived as threats?

Disciplinary action can be taken, up to termination. Signup and view all the answers

What is expected from employees to ensure a safe and secure workplace?

Cooperate fully with the City and report any concerns. Signup and view all the answers

How does the policy approach instances of credible threat against employees or citizens?

The City will take appropriate legal actions as necessary. Signup and view all the answers

What is the consequence for an employee who does not allow a search of their belongings when reasonably suspected?

They may face termination of employment. Signup and view all the answers

When an employee is uncertain whether behavior is threatening, what should they do?

Discuss the concern with their supervisor or Employee Relations Staff. Signup and view all the answers

What role does the Human Resources Department play regarding workplace violence complaints?

They conduct prompt and thorough investigations in response to concerns. Signup and view all the answers

What must employees report to the HR department regarding protective or restraining orders?

If the order is against them or prohibits someone from approaching them Signup and view all the answers

What is expected of employees who refuse to cooperate with an investigation of workplace violence?

They could face disciplinary action, including termination Signup and view all the answers

In the event of suspected workplace violence, what should supervisors do?

Immediately intervene and report to Employee Relations Staff Signup and view all the answers

What is the role of the Human Resources Department in cases of workplace violence?

They conduct thorough investigations of all allegations involving employees Signup and view all the answers

What is the significance of the documentation related to employee observations in the workplace?

It aids in monitoring behavioral changes for safety concerns Signup and view all the answers

What should supervisors do if they observe a change in an employee's behavior?

Document the observations and inform Employee Relations Staff Signup and view all the answers

What action is taken by the HR Department after an investigation into workplace violence?

Issue a report of findings as soon as possible Signup and view all the answers

What happens if employees do not report possession of a weapon in the workplace?

They could face disciplinary action or termination Signup and view all the answers

What disciplinary action may be taken if an employee fails to report violent workplace behavior?

Termination of employment Signup and view all the answers

Which of the following behaviors is NOT covered by the zero tolerance policy on workplace violence?

Reporting threats made by a colleague Signup and view all the answers

What is the main responsibility of Department Directors in relation to workplace violence?

Ensure employees are aware of the zero tolerance policy Signup and view all the answers

What may happen if an employee engages in threatening behavior off duty due to work-related issues?

They may be subject to disciplinary action Signup and view all the answers

What is the consequence for employees possessing a weapon in violation of city policy?

They could face disciplinary action including termination Signup and view all the answers

What action is required from supervisors if they observe behavior changes in employees that may indicate violent tendencies?

Report the concerns to the Office of Municipal Integrity Signup and view all the answers

What is the purpose of posting signs in English and Spanish at City facilities regarding weapons?

To notify about the prohibition of carrying weapons Signup and view all the answers

Which of the following is a situation that could lead to disciplinary action according to the directive?

An employee fails to report suspected violence actively witnessed Signup and view all the answers

Study Notes

Workplace Violence Policy

Applies to a wide range of employees including full-time and part-time employees, interns, volunteers, and temporary employees.
Prohibits engaging in violent or threatening behavior in the workplace.
Defines “violent and/or threatening behavior” to include:
- Violent physical actions
- Direct or implied threats
- Abusive or intimidating language or gestures
- Unauthorized possession of a weapon
- Destructive or sabotaging actions
- Engaging in a pattern of unwanted or intrusive behavior
- Violation of a court order.

Reporting Requirements

Employees must report violent or threatening behavior or the possession of a weapon in the workplace as soon as possible, but no later than the close of their business day.
Report must be made to a supervisor, Employee Relations Staff, the Human Resources Department, or 911 in case of imminent threat.
Employees must report a protective/restraining order they have obtained or that has been filed against them.
Employees must cooperate with investigations.

Zero Tolerance Policy

The city has a zero-tolerance policy towards violent or threatening behavior.
All allegations of workplace violence will be investigated promptly and thoroughly.
Disciplinary action, up to and including termination, will be taken for confirmed cases of workplace violence.

Search Policy

Personal belongings located on City property may be searched with the employee’s consent.
The police department may be called if an employee refuses to consent to a search.
Refusal to allow a search may result in termination.

Roles and Responsibilities

Supervisors must monitor the workplace and report any suspected behavior or possession of a weapon.
Supervisors must document and counsel employees exhibiting potential for violent or threatening behavior.
Supervisors must ensure that employees do not experience retaliation for reporting allegations of workplace violence.

Enforcement

Department Directors will take disciplinary action, up to and including termination, in response to substantiated employee involvement in violent or threatening behavior.
Disciplinary action may be taken for engaging in violent workplace behavior, inappropriate humor, failure to report violent workplace behavior, and possession of a weapon in the workplace.
All disciplinary actions should be coordinated with Employee Relations Staff or the Human Resources Department.
Enforcement may involve termination of employment.

City of San Antonio Administrative Directive 4.80: Workplace Violence

This directive outlines the City of San Antonio's policy on violence and threats of violence in the workplace.
It applies to all employees, including civil service, non-civil service, and uniformed personnel, regardless of employment status, including temporary, full-time, part-time, interns, grant-funded employees and police and fire academy trainees.
The City has a zero-tolerance policy for workplace violence, including domestic violence and inappropriate humor, which may be construed as threatening or violent.
The directive emphasizes the importance of reporting any perceived threats, including inappropriate humor, to a supervisor, Employee Relations Staff, the Human Resources Department, or 911 in case of an imminent threat.
All employees must report any knowledge of violent or threatening behavior, including from co-workers, contracted employees, or members of the public.
The directive outlines the process for investigating allegations of workplace violence and clarifies the roles and responsibilities of employees, supervisors, and the Human Resources Department.
Supervisors are responsible for intervening in suspected violent or threatening behavior and monitoring the workplace for any changes in employee behavior.
Employees must cooperate with investigations and provide necessary information to the Employee Relations Staff.
The City will take appropriate disciplinary action, up to and including termination, for employees engaging in violent behavior, inappropriate humor, failure to report violent behavior, or possession of a weapon in the workplace.
Employees are required to report any protective/restraining orders they have sought or been issued, and the City will assist in making appropriate arrangements to ensure the safety of all employees.
The Human Resources Department will provide training on this directive and conduct prompt and thorough investigations of all allegations of workplace violence, except for allegations against uniformed police personnel, which will be investigated by Internal Affairs.

Key Definitions

Protective/Restraining Order: A court order that specifies or restricts the behavior of an individual.
Inappropriate Humor: Alleged jokes or humorous statements that make explicit or implicit references to violence directed at an individual, group of individuals, or property. This conduct is prohibited.
Reasonable Suspicion: A belief based on objective facts sufficient to lead an individual to reasonably believe or conclude that a particular employee may be engaging in violent or threatening conduct or behavior or is in possession of a weapon in violation of the law or city policy.
Retaliation: A negative action taken against an individual who engages in activities protected by this administrative directive. Protected activities include reporting and giving a statement as a witness in an investigation under this directive.
Supervisor: Employees who have actual knowledge of, witness, or reasonably perceive any form of violent or threatening behavior or possession of a weapon in the workplace or on City property.

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Description

Test your knowledge of the Workplace Violence Policy, including definitions of violent behavior and reporting requirements. This quiz covers important aspects such as prohibited actions and appropriate reporting channels for employees. Ensure you understand your rights and responsibilities in a safe work environment.

Violence in Workplace Policy

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Questions and Answers

Which groups are explicitly included under the policy's applicability?

What constitutes a protective order as defined in the policy?

Which scenario best illustrates inappropriate humor as defined in the policy?

What is meant by reasonable suspicion in the context of the policy?

In which situation would retaliation be considered appropriate under the directive?

What constitutes violent or threatening behavior in the workplace?

Which of the following actions is NOT considered a form of threatening behavior?

What is the stance of city policy regarding violent incidents?

What is the deadline for reporting an observed act of violent or threatening behavior in the workplace?

Which behavior is included in the definition of hostile work conduct?

Who must employees report violent or threatening behavior to?

How does the presence of a License to Carry affect policies regarding weapons in the workplace?

Which of the following behaviors is considered destructive in nature?

What should employees do if they are unsure whether behavior constitutes a threat?

What type of communication is specifically mentioned as threatening behavior?

What is required of employees when their supervisor requests a search of personal belongings?

What is a form of unwanted intrusive behavior listed in the content?

What consequence may occur if an employee refuses to allow a search of their belongings?

What action may the City take if there is a credible threat against employees or citizens?

Which statement accurately reflects the consequences of inappropriate humor related to threats?

What is expected from all employees to ensure workplace safety?

What should employees do if they have a protective or restraining order issued against them?

What is the potential consequence for an employee who fails to cooperate with an investigation of workplace violence?

What role does the Human Resources Department play in cases of workplace violence?

Why must supervisors monitor employee behavior closely?

What should supervisors do if they observe a significant behavioral change in an employee?

What is expected of employees during the investigation process of workplace violence?

What is the purpose of the Employee Acknowledgment Form distributed by the Human Resources Department?

Which group of employees is exempt from investigations conducted by the Human Resources Department for workplace violence?

What is the primary responsibility of supervisors in relation to workplace violence allegations?

Which of the following behaviors is explicitly prohibited in the workplace according to the policy?

Which statement accurately reflects the city's policy on carrying weapons?

What type of actions may lead to disciplinary measures according to the directive?

What could be a consequence for carrying a concealed weapon in the workplace?

Who should coordinate disciplinary actions for workplace violence incidents?

What key aspect of the workplace violence policy underscores its commitment?

Which action would NOT be a valid reason for disciplinary action?

Which of the following groups of employees is subject to the policy regarding workplace violence?

What is considered inappropriate humor according to the policy?

Which scenario exemplifies reasonable suspicion in the context of the policy?

What does the policy state about actions taken against employees involved in protected activities?

Which of the following roles is explicitly defined under the policy as a supervisor?

What is the primary goal of the City of San Antonio's administrative directive concerning workplace violence?

Which of the following describes the City’s stance on workplace violence?

What type of behavior does the policy identify as unacceptable in the workplace?

What action is prohibited against employees who report violence or threats in the workplace?

What is one potential consequence of carrying a weapon in the workplace, according to the policy?

Who is responsible for investigating reports of workplace violence?

What must employees do if they encounter violent or threatening behavior?

Which of the following employee types is included under the directive’s provisions?

What must employees do upon witnessing or perceiving violent or threatening behavior in the workplace?

In what situation can the police department be involved regarding an employee's personal belongings?

What action may be taken against an employee for inappropriate humorous remarks perceived as threats?

What is expected from employees to ensure a safe and secure workplace?

How does the policy approach instances of credible threat against employees or citizens?

What is the consequence for an employee who does not allow a search of their belongings when reasonably suspected?

When an employee is uncertain whether behavior is threatening, what should they do?

What role does the Human Resources Department play regarding workplace violence complaints?

What must employees report to the HR department regarding protective or restraining orders?

What is expected of employees who refuse to cooperate with an investigation of workplace violence?

In the event of suspected workplace violence, what should supervisors do?

What is the role of the Human Resources Department in cases of workplace violence?

What is the significance of the documentation related to employee observations in the workplace?

What should supervisors do if they observe a change in an employee's behavior?

What action is taken by the HR Department after an investigation into workplace violence?

What happens if employees do not report possession of a weapon in the workplace?

What disciplinary action may be taken if an employee fails to report violent workplace behavior?

Which of the following behaviors is NOT covered by the zero tolerance policy on workplace violence?

What is the main responsibility of Department Directors in relation to workplace violence?

What may happen if an employee engages in threatening behavior off duty due to work-related issues?

What is the consequence for employees possessing a weapon in violation of city policy?

What action is required from supervisors if they observe behavior changes in employees that may indicate violent tendencies?

What is the purpose of posting signs in English and Spanish at City facilities regarding weapons?

Which of the following is a situation that could lead to disciplinary action according to the directive?

Study Notes

Workplace Violence Policy